問 HR習慣(guan)上往往不注重程(cheng)序(xu)(xu)，認(ren)為只要事實沒(mei)錯，程(cheng)序(xu)(xu)怎么樣無所(suo)謂，HR解除勞動合(he)同時未通知工會，后果(guo)很嚴重？

答 《中華(hua)人(ren)(ren)(ren)民共(gong)和國勞(lao)動(dong)(dong)(dong)(dong)法(fa)(fa)》第(di)三(san)十(shi)條：用(yong)人(ren)(ren)(ren)單(dan)位(wei)(wei)解除(chu)勞(lao)動(dong)(dong)(dong)(dong)合(he)同(tong)(tong)，工(gong)會(hui)(hui)(hui)認(ren)(ren)為不適當(dang)的(de)(de)(de)，有權提(ti)出(chu)意(yi)見(jian)。如果(guo)用(yong)人(ren)(ren)(ren)單(dan)位(wei)(wei)違(wei)反法(fa)(fa)律(lv)、法(fa)(fa)規(gui)(gui)或者(zhe)勞(lao)動(dong)(dong)(dong)(dong)合(he)同(tong)(tong)，工(gong)會(hui)(hui)(hui)有權要(yao)求(qiu)重新(xin)處理;勞(lao)動(dong)(dong)(dong)(dong)者(zhe)申(shen)請仲裁或者(zhe)提(ti)起(qi)訴訟的(de)(de)(de)，工(gong)會(hui)(hui)(hui)應當(dang)依法(fa)(fa)給(gei)予支持和幫助。 《中華(hua)人(ren)(ren)(ren)民共(gong)和國工(gong)會(hui)(hui)(hui)法(fa)(fa)》第(di)二十(shi)一條：企業(ye)單(dan)方面解除(chu)職工(gong)勞(lao)動(dong)(dong)(dong)(dong)合(he)同(tong)(tong)時，應當(dang)事(shi)先將(jiang)(jiang)理由(you)通(tong)(tong)知工(gong)會(hui)(hui)(hui)，工(gong)會(hui)(hui)(hui)認(ren)(ren)為企業(ye)違(wei)反法(fa)(fa)律(lv)、法(fa)(fa)規(gui)(gui)和有關合(he)同(tong)(tong)，要(yao)求(qiu)重新(xin)研究處理時，企業(ye)應當(dang)研究工(gong)會(hui)(hui)(hui)的(de)(de)(de)意(yi)見(jian)，并將(jiang)(jiang)處理結(jie)果(guo)書(shu)面通(tong)(tong)知工(gong)會(hui)(hui)(hui)。 《中華(hua)人(ren)(ren)(ren)民共(gong)和國勞(lao)動(dong)(dong)(dong)(dong)合(he)同(tong)(tong)法(fa)(fa)》第(di)四十(shi)三(san)條：用(yong)人(ren)(ren)(ren)單(dan)位(wei)(wei)單(dan)方解除(chu)勞(lao)動(dong)(dong)(dong)(dong)合(he)同(tong)(tong)，應當(dang)事(shi)先將(jiang)(jiang)理由(you)通(tong)(tong)知工(gong)會(hui)(hui)(hui)。用(yong)人(ren)(ren)(ren)單(dan)位(wei)(wei)違(wei)反法(fa)(fa)律(lv)、行政(zheng)法(fa)(fa)規(gui)(gui)規(gui)(gui)定(ding)(ding)或者(zhe)勞(lao)動(dong)(dong)(dong)(dong)合(he)同(tong)(tong)約定(ding)(ding)的(de)(de)(de)，工(gong)會(hui)(hui)(hui)有權要(yao)求(qiu)用(yong)人(ren)(ren)(ren)單(dan)位(wei)(wei)糾正。用(yong)人(ren)(ren)(ren)單(dan)位(wei)(wei)應當(dang)研究工(gong)會(hui)(hui)(hui)的(de)(de)(de)意(yi)見(jian)，并將(jiang)(jiang)處理結(jie)果(guo)書(shu)面通(tong)(tong)知工(gong)會(hui)(hui)(hui)。